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Gender Pay Gap Reports
Gender Pay Gap 2025
Statutory numbers: Chubb European Group SE Irish Branch
53 relevant employees in scope
Measure |
Mean |
Median |
Hourly Pay Gap – all employees |
32.5% |
22.1% |
Hourly Pay Gap – part time employees * |
-- |
-- |
Hourly Pay Gap – temporary employees ** |
-- |
-- |
Bonus Gap |
53.2% |
19.7% |
Measure |
Men |
Women |
% of employees receiving bonus |
96.0% |
89.3% |
% of employees in receipt of BIK |
100.0% |
100.0% |
Proportion of employees in each pay quartile |
Men |
Women |
Upper |
64% |
36% |
Upper Middle |
46% |
54% |
Lower Middle |
38% |
62% |
Lower |
38% |
62% |
*Pay gap for part-time employees was not reported as there were only 1 male employee and 5 female employees in scope.
** Pay gap for temporary employees was not reported as there was only 1 female employee in scope.
The gender pay gap measures the difference between the mean and median male pay and the mean and median female pay.
The gap in mean hourly pay is the difference in the mean hourly pay of men and women, expressed as a percentage of men’s pay and the gap in median hourly pay is the difference in the median hourly pay of men and women, expressed as a percentage of men’s pay.
Like many other firms in the financial services industry, we have a gap in the mean and median earnings of our male and female employees, resulting from a higher representation of males at the senior levels of the Company.
Our small workforce in Ireland (53 employees) can sometimes mean that differences in overall pay between women and men can be exacerbated. It should also be remembered that our Irish business is part of a much bigger regional and global organisation and individuals’ roles and opportunities should be viewed in this context.